A Step of Equality
SMU grants same-sex partners of employees insurance, tuition benefits

Story by Ram Luthra
Graphic illustration by Melissa Christensen

Starting next year, Southern Methodist University will offer medical benefits and reduced tuition to the same-sex partners of its employees.

On Jan. 1, 2002, partners of gay SMU employees will be eligible for medical and dental insurance, and they will be eligible to receive reduced tuition.

Morgan Olsen, SMU vice president for business and finance, said SMU’s decision was clearly a business decision to attract more employees from around the nation and to retain current employees.

Olsen cited that over 150 universities offer domestic partner benefits, including Duke University, Wake Forest University and Rice University.

“SMU typically compares its policies with 24 benchmark institutions, including TCU,” Olsen said. “Out of those, 11 have extended benefits to cover domestic partners.”

Corporate businesses were the first to grant domestic partner benefits. These benefits include health and life insurance and pension or profit-sharing benefits. Olsen said these benefits are ways for employers to compensate their workers and for one company or university to obtain a competitive edge over another.

Donald Jackson, chairman of the political science department, said he agrees that giving gay and lesbian couples access to employment benefits is popular among corporate businesses and with colleges and universities.

“It is a growing trend in the corporate world that has transcended into the college arena,” he said. “I feel more enterprises will follow this path.”

Chancellor Michael Ferrari said not to rule out such a policy at TCU. Ferrari said he has some experience on this issue because a similar proposal was passed at his former university, Drake University, during his tenure as president.

“I am open for discussion on this topic,” Ferrari said. “I feel we must treat all faculty (and) staff in a fair manner, but for this to be proposed it must go through the process of being carefully reviewed by the Faculty Senate, Staff Assembly and the Student Government Association.”

Sharon Barnes, TCU director of employee relations, said any time a business increases its benefits it is always an advantage.

“This has nothing to do with morality,” she said. “Any time an institution expands its health insurance or other benefits, they should be applauded because now private businesses are taking the responsibility to provide health insurance, rather than the government doing so. It is a shame to translate a business decision to a statement or stance based on morality.”

Barnes said she doesn’t think adoption of this particular policy would make a significant difference in recruitment or retention of employees.

“With this (policy), only a minority of people can benefit,” Barnes said. “So if only a small population actually benefits, then it is less likely that granting benefits would really increase recruitment. If institutions really want to increase recruitment, they should expand benefits for elderly parents of employees.”

Sherrie Reynolds, an associate professor of education who is gay, said SMU’s policy is very timely, and she agrees that the benefits will attract a large segment of qualified employees around the nation.

“It’s terrific that SMU has broken down some barriers,” she said. “But it is an embarrassment that they beat (TCU) to it. Not only are they making a good business decision, but they are moving people closer in equality.”

Reynolds said it would be advantageous for TCU to adopt a similar policy, and she believes it is possible for TCU to grant these benefits.

“It would be a huge benefit for TCU,” Reynolds said. “It is definitely possible for the university to do the same because of the many advantages associated with it.”

Barnes, who works in Human Resources, said she doesn’t know if TCU will adopt such a policy in the near future.

“This issue is not dead, but it certainly is not on the front burner at TCU,” she said.

According the Human Rights Campaign Web site, 132 college and universities have adopted policies that provide employee benefits for same-sex couples. Rice is the only university besides SMU in Texas currently offering benefits to gay employees. In addition, 121 Fortune 500 companies have added their benefits covering domestic partners.

The City of Fort Worth has experienced some concern over this issue in the past. It passed an ordinance in October prohibiting sexual orientation-based discrimination in all housing-related transactions and situations.

Ram Luthra
r.d.luthra@student.tcu.edu